FREQUENTLY ASKED QUESTIONS
PERFORMANCE MANAGEMENT |
Frequently Asked Questions FAQ on 2019-20 ePerformance Changes
FRO ability to create a document on behalf of staff Why would an FRO need to create a document on behalf of a staff member? This feature is for those rare cases in which a staff member cannot or will not create a document as required by the performance management policy (ST/AI/2010/5). Now an FRO can, if needed, create a document for a staff member. This may, in some cases, prompt the staff member to take action. It will also allow for improved ePerformance data from a central HR reporting perspective; more documents that should be reflected will be reflected in the tool. Can the FRO fill out the entire workplan too? No, the FRO cannot fill out a workplan on behalf of a staff member. S/he can only create the document. From there, the staff member needs to take the next work-planning step. I am an FRO. Where do I go on Inspira to create a document on behalf of a staff member? Once you log in, go to Main Menu – Manager Self Service – Performance Management – Performance Documents – Create doc on behalf of Staff. Do all FROs have access to this feature? In order to access this feature, you must have been selected by someone as an FRO in the current cycle, or have been an FRO in at least one of the past two cycles. Mid-point Review changes What is new or different about the Mid-point Review? The Mid-point Review is now simpler and faster to complete – from both the staff member and FRO perspectives. Now there is a one-step communication loop: the staff member inserts her/his comments and sends to the FRO for review and comments (FRO can also initiate the process). This replaced the prior two-step loop – in which the FRO sent comments to the staff member for review and the staff member had to revert to the FRO. That second loop led to extra clicks – and therefore time – especially for FROs. Ratings Changes after Rebuttals What is the process for ensuring that the rating is changed in Inspira after a panel is concluded? Once a rebuttal panel has completed its process and a new rating has been confirmed, the HR Practitioner who assisted the staff member in creating the panel should contact Inspira to change the rating in the staff member’s ePerformance document. Here are the instructions for contacting Inspira:
Fill out the form, describing how you are requesting a change to a rating after a rebuttal panel. Include the staff member’s name, index and the ePerformance cycle the change relates to.
Can ratings from prior ePerformance cycles be changed? Ratings that were changed starting with the 2015-16 cycle can be amended in Inspira. Dual-SRO Reporting Line Why was a feature added that enables two Second Reporting Officers (SROs)? The dual-SRO feature was added to support a limited number of situations in which staff members have one FRO and two Second Reporting Officers. Some of these situations were brought about due to departmental restructuring in connection the Secretary-General’s management reform. Who can use the dual-SRO feature? Staff who have two SROs can use this feature – after they have discussed and agreed to such a plan with their FRO and SROs. How do I select two SROs in Inspira? Please refer to the Inspira user guide for assistance on how to select two SROs. The process mirrors the current one for selecting an FRO and SRO. How will the end-of-cycle stage work in Inspira in dual-SRO situations? At the end of an ePerformance cycle, an FRO will fill out the evaluation and then send it to the two SROs. Each SRO will need to review and approve the document before it is considered final. . This replicates the current process for single-SRO situations: the FRO completes the evaluation and then forwards it to the SRO for approval. After SRO approval, the document is complete. I am an SRO and I mistakenly approved a document before reviewing it. How can I retrieve it? Please refer to the Rollback-Quick-Guide for assistance on how to retrieve a document.. Is there a difference in the role and responsibilities of an SRO in dual-SRO situations? Please refer to ST/AI/2010/5 for information on the role and responsibilities of Second Reporting Officers. Also refer to this new guidance from OHR on dual reporting lines. Are the Inspira steps the same for SROs in dual-SRO situations? The Inspira steps for SROs in dual-SRO situations are the same as in single-SRO situations.. At the beginning of the cycle, SROs do not approve workplans in Inspira, though they should be aware of them through discussions with FROs. At the end of a cycle, the SRO(s) reviews the evaluation given by the FRO and any Additional Supervisor, add his/her own comments and then approves the document (or not, if s/he needs to explore the evaluation further with the FRO). Is there guidance available to support staff members, FROs and SROs who work in dual-SRO situations? Please refer to this new guidance from OHR on dual reporting lines. Work Planning1. How many goals should I have in my work plan? There is no limit on the number of goals in a work plan. The number should be agreed upon with the First Reporting Officer. Typically, staff members have about 4-5 goals for a performance cycle. 2. How many competencies should I choose? Choose the competencies that are most relevant for the performance cycle in question and which have been agreed upon with the First Reporting Officer. It is recommended that staff members choose between 3-4 competencies in order to better focus on the behaviors in those competencies. Remember, your First Reporting Officer will be evaluating you on these competencies at the end of cycle and this will be difficult to do if there are too many. 3. How do my individual goals link to the unit/section/organizational goals? All the work staff members do (at any grade/level) is to achieve a particular goal or output for the department/office/mission. Staff members and First Reporting Officers should meet at the beginning of the cycle to discuss how to link individual goals to unit/section/organizational goals. 4. How much time do I have to create a work plan? Staff members, upon assuming their functions, should have a work plan within two months. According to ST/AI/2010/5 (Performance Management and Development Policy), “When a staff member takes up new duties upon recruitment, transfer or assignment in the course of the of the performance year, an individual work plan shall be established within the first two months of assumption of the new function.” The work plan should be developed with the First Reporting Officer. 5. Can my First or Second Reporting Officers make changes to my work plan? The staff member and the First Reporting Officer set goals and competencies jointly. During these discussions, the First Reporting Officer may request that the staff member change goals in the work plan which can only be done by the staff member. This usually happens at the mid-point review stage. Such changes may be a result of new strategic directions the office is taking, as communicated by the Second Reporting Officer and/or senior management. When the FRO opens the document at the midpoint stage, the staff member can access the workplan and make changes to the goals. 6. I received the following error message in ePerformance when attempting to create a second work plan for the same performance cycle: "A document already exists for this period." You will need technical assistance from the Inspira Support Centre to create multiple ePerformance documents for the same performance cycle. If you assume new functions during the cycle, which requires a second work plan, contact the Inspira Support Centre by logging on to Inspira and clicking on “the Contact us,” link which is available on the upper-right-hand corner of every Inspira page. 7. Can I make changes to my work plan after it has been approved? As circumstances change goals may need to be adjusted or replaced. This is why on-going, open and clear communication is critical to the performance-management process. When the FRO opens the document at the midpoint stage, the staff member can access the workplan and make changes to the goals. Any changes to goals should be mentioned in the mid-point review comments box in ePerformance (available to the staff member and the First Reporting Officer). 8. The staff member refuses to initiate the ePerformance document. What can be done? The First Reporting Officer should create the work plan on behalf of the staff member using the manual form. They may indicate that the appraisal is being done on behalf of the staff member and note the staff member’s lack of cooperation in the mid-year comments and end-of-cycle evaluation, should the staff member continue to be uncooperative. 9. I do not supervise staff — can I add managerial competencies to my work plan? The system will not prevent you from adding managerial competencies to your work plan. However, you should choose the competencies that are most relevant for the cycle in question, and which have been agreed upon with your First Reporting Officer. Since the First Reporting Officer will be evaluating you on competencies at the end of cycle, it is not advisable to add one for which you cannot be assessed. 10. Where can I find guidance on creating a workplan? Please refer to "Setting Challenging performance goals". 11. What to do if I do not agree with my work plan? It is the responsibility of the SRO to resolve any differences that occur and to offer suggestions for resolving conflicts that involve dialogue among team members. Mid-Point Review
1. What is the purpose of the mid-point review? Staff members and their First Reporting Officers should meet at the mid-point review to see if any adjustments in the performance expectations/goals are needed as a result of changes in direction and priorities of the office. The mid-point review is a good opportunity to clarify what may be needed for completion of the tasks. It is also an opportunity to discuss the staff member‘s progress towards each of the performance expectations or goals and to initiate actions towards improvement, if necessary. 2. Is the staff member required to make mid-point comments in ePerformance? While not mandatory, staff members are encouraged to insert some comments in ePerformance at the mid-point review stage. This is an opportunity for the staff member to add any additional tasks/responsibilities that were not included in the original work plan and to clarify what may be needed for completion of the tasks. 3. Is the First Reporting Officer required to make mid-point comments in ePerformance? First Reporting Officers should insert comments in ePerformance at the mid-point review stage, and to record the date of the mid-point review meeting. The comments should include any additional tasks/responsibilities that were not included in the original work plan and additional resources that may have been discussed, and agreed upon. The First Reporting Officer should also make reference to performance shortcomings that were discussed during the mid-point review discussion, if any, and remedial measures agreed upon to address them. Documenting such information at this stage of the process is critical, particularly if the underperformance worsens and further action is required. 4. My First Reporting Officer is on official travel during the time of mid-point review? What should I do? The mid-point review occurs in or around October of every year. The mid-point review meeting can take place upon the return of the First Reporting Officer or may be held by phone, where necessary. 5. How can I best prepare for my mid-point review? A cornerstone of performance management involves setting clear priorities and expectations for your team members. SROs should do this by:
6. I am an FRO and I have entered my mid-point comments, but the system will not allow me to go to the end-of-cycle stage. What do I do? In order to finalize the mid-point review, the following groups of steps are required by FROs: Step 1:
Step 2:
Step 3:
End of Cycle
1. Is the staff member’s self-evaluation mandatory? While the staff member’s self-evaluation is not mandatory, staff members are encouraged to take this opportunity to mention any accomplishments and additional tasks/responsibilities that were not included in the original work plan. The self-evaluation is a good basis for the end-of-cycle discussion between the staff member and the First Reporting Officer. 2. Are Second Reporting Officers required to make comments in ePerformance at the end of cycle? The Second Reporting Officer is not obliged to comment on the evaluation of a staff member although it is good, and normal practice to comment. The Second Reporting Officer is, however, obliged to ensure that the First Reporting Officer has evaluated the staff member fairly and that the ratings and comments are consistent. If the Second Reporting Officer approves the evaluation without inserting comments, this is an endorsement of the First Reporting Officer’s evaluation of the staff member. 3. What should a staff member do if s/he disagrees with a performance rating? Staff members should discuss the matter directly with the First Reporting Officer. Should a staff member still feel that he or she disagrees with an overall rating or has concerns about the performance-related process or meeting(s), the Second Reporting Officer should become involved. It is the Second Reporting Officer’s responsibility to resolve disputes between the staff member and First Reporting Officer. If the overall rating is “partially meets performance expectations” or “does not meet performance expectations” the staff member may invoke the rebuttal process. 4. How do I change my First Reporting Officer in ePerformance? In the performance document click on the “Change Actual Period/FRO/SRO” link in the Steps and Tasks column. Then you will have the ability to change the FRO and SRO names. 5. Am I obliged to complete all ePerformance documents of the staff members I supervise before I retire? It is the First and Second Reporting Officer’s responsibility to complete the evaluation of the staff they supervise prior to moving to a new function or leaving the Organization. Separation procedures and processing of final entitlements of supervisors may be delayed until the evaluations for which they are responsible are completed. If a First or Second Reporting Officer retires before the end-of-cycle, s/he will have access to ePerformance for 6 months after retirement to complete evaluations. 6. Does a completed ePerformance document need to be printed and signed? A physical signature is no longer required. 7. Can the SRO view a staff member's completed appraisal? Yes. The SRO can do so in Inspira by going to Manager Self Service> Performance Management>Performance Documents> Historical Documents> Select "Where I am as SRO" tab> select appraisal. Inspira ePerformance
General Questions 1. How can I access ePerformance? You can access ePerformance by logging in to the Internet from any computer, then typing the following into your web browser: inspira.un.org.
2. I logged in to my Inspira account but am unable to find any performance management options. You may have created an external Inspira account for recruitment purposes using something other than your index number as your User ID. Log on to the system using your UN index number as your User ID. If you have never accessed Inspira using your internal account follow the instructions on page 3 of the ePerformance guide. ______________________________________________________________________________________________________ 3. My password does not work. What should I do? Select "Forgot your password?" on the Inspira home page to request a new password and it will be sent to you by email. ______________________________________________________________________________________________________ 4. Who should use ePerformance? 5. How can I change the spelling of my name in ePerformance? Contact your local administrative/executive/human resources office to request a change of name. Once this change has been made, the information will be fed automatically into Inspira. __________________________________________________________________________________________________________ 6. How can I change my grade/level in ePerformance? Contact your human resources/executive/administrative office to ensure that your grade/level is correct in the system which contains your personal data (eg. IMIS). If your human resources/executive/administrative office confirms that your data is correct, seek assistance from the Inspira Support Centre by logging on to Inspira and clicking on“Contact us,” which is available on the upper-right-hand corner of every Inspira page. __________________________________________________________________________________________________________ 7. I am on a temporary assignment to a higher level but the higher level is not reflected in ePerformance. What can I do? Only your actual grade/level is displayed on your ePerformance document (not temporary grades or special post allowances). The fact that you are performing functions at the higher level may be reflected in the comments section by you and your First Reporting Officer. __________________________________________________________________________________________________________ 8. Can I copy and paste from a Word document into ePerformance? Yes. In fact, you are advised to create your work plan in a Word document. This ensures you have another record of your work plan. It also enables you to count the number of characters, which is important because ePerformance has a limitation of 1325 characters. __________________________________________________________________________________________________________ 9. The dates of my assignment do not correspond to the standard UN performance cycle dates. How can I change the dates? You may update the ‘actual period’ on your performance document by following the instructions provided on page 6 of the ePerformance guide. __________________________________________________________________________________________________________ 10. How can I cancel a performance document? To cancel a document, the FRO should navigate as follows: Main Menu > Mgr. Self Service > Perf. Mgt. > Perf. Docs > Admin Tasks > Cancel Document.
Changing Cycle Dates 1. How can I change the start- or end-date of my ePerformance document? FRO and SRO names 1. When I started my new ePerformance document, I saw the wrong FRO listed. What should I do? Signatures 1. Why are there no signature lines on my printed ePerformance documents? Gender parity reminder 1. Why is there new text on gender parity in the 'Respect for Diversity' core value? Personal Development Plan 1. What is a personal development plan? To cancel a document, the FRO should navigate as follows: The personal development plan is part of the ePerformance document and contains information about a staff member’s career aspirations, competency development, and continuous learning. The plan includes activities that the staff member will undertake to improve skills for his/her current job and/or activities to prepare for future opportunities (e.g., courses on new technologies/ systems). The plan may include internal or external training courses, as well as other learning activities, such as on-the-job assignments. Staff members and managers should use the “UN Competency Development – A Practical Guide” to strategically plan the professional development of oneself, or others. 2. Do I need to complete a personal development plan? It is expected that all staff complete a personal development plan and include at least one learning activity. With the support of their supervisors, staff members should set a target of five days for professional development per year (e.g., workshops, e-learning, attending lectures etc.). See the UN’s learning and development policy for more details. 3. Does a staff member’s personal development plan affect the final evaluation? Staff members are evaluated on the extent to which they achieved the goals/key results/achievements as set out in the work plan, as well as the staff member’s demonstration of the core values and competencies. The personal development plan is an integral component of the work plan but staff members should not be penalized if they cannot accomplish their planned developmental activities. 4. How is the performance management and development policy linked to my career/professional development? There are three main ways in which the performance management and development policy is linked to your career: 5. I don’t know where to find development activities or how to link them to competencies. Where can I look? You can find practical tips and guidance on how to develop behaviors and skills within specific competencies in the “UN Competency Development – A Practical Guide.” It describes how to engage staff in self-learning and to steer their learning aspirations with specific actions. 6. How is performance management linked to development? A personal development plan is part of the ePerformance document and contains information about a staff member’s career aspirations, competency development, and continuous learning. The plan includes activities that the staff member will undertake to improve skills for his/her current job and/or activities to prepare for future opportunities (e.g., courses on new technologies/ systems). The plan may include internal or external learning options that are described on the HR Portal. 7. I would like assistance with my PHP and or to prepare for an interview. Where can I go for assistance? You can make an appointment with a career counsellor. For more information click here. Reporting Lines and First and Second Reporting Officers
1. Can my First Reporting Officer also be my Second Reporting Officer? The First Reporting Officer should not be same person as the Second Reporting Officer, per ST/AI/2010/5, the policy on performance management. They have different roles: the First Reporting Officer is primarily responsible for the direct supervision of the staff member and the Second Reporting Officer ensures that the First Reporting Officer is managing performance fairly and effectively. 2. Does my Second Reporting Officer have to be my First Reporting Officer’s supervisor? Normally, the Second Reporting Officer is the First Reporting Officer's supervisor. In unusual cases, reporting lines are such that the Second Reporting Officer is not the First Reporting Officer’s supervisor (e.g., where the Second Reporting Officer’s position is unencumbered for a period). These situations are unusual but respond to the particular operational needs of an office. What is important is that staff members have both a First and a Second Reporting Officer, especially in the event of a dispute. 3. I do not have a Second Reporting Officer. What should I do? There are situations where a staff member does not have a Second Reporting Officer who would play the role as envisaged in the policy (i.e. ensuring that the First Reporting Officer is managing performance fairly and effectively). Such situations usually arise when the First Reporting Officer is at a very high level (e.g. Assistant Secretary-General or Under-Secretary-General). In such rare cases, the same person may act as the First and Second Reporting Officer but the local human resources/executive/ office should be informed so that if there is a dispute, that office can act as a third party and ensure that the performance management and development system is being applied correctly. 4. How do I change my First Reporting Officer in ePerformance? In the left-hand menu of the performance document, click on “Change Actual Period/FRO/SRO.” From there you will be able to select a different FRO. 5. How do I change my Second Reporting Officer in ePerformance? You may update your SRO by clicking on the ‘Select/Update SRO’ link on the document details page of your performance document. 6. Can a UN Volunteer (UNV) or a consultant serve as an FRO? Some UN personnel, such as UN Volunteers, military and police observers, consultants and individual contractors, are not considered staff members and therefore cannot have supervisory roles, due to liability and accountability issues. These personnel should not be listed as FROs. 7. Can a P3 supervise another P3? There are no rules or regulations that outline reporting lines. The head of the department/office/mission has discretion in the designation of reporting lines as required by the exigencies of the office. For questions concerning specific cases please contact your local HR office. 8. In a peacekeeping mission environment, can staff from UN agencies/funds/programmes supervise Secretariat staff? No, they should not. Missions should ensure that national and international Secretariat staff have an FRO and an SRO that are also Secretariat staff. 9. Can National staff serve as FROs to International staff? National staff may serve as FROs for international staff. National Professional Officers, for example, are expected to perform functions of a professional nature similar to those carried out by staff in the Professional category and may include supervisory responsibilities. Competencies
1. Who can include the leadership competency in their e-Performance document? Staff members who have managerial responsibilities can choose from the managerial competencies as long as their FRO agrees that the competency is required in their job functions. 2. I forgot to choose competencies at the beginning of the cycle. My mid-point is finalized so I can’t add them now. What should I do? You could consult with your FRO and choose which competencies you have been working on throughout the year. Then list the in your self-evaluation and describe how your performance addressed each. Your FRO can also assess them in the end-of-cycle comment box. 3. I see that the “managing performance” competency appears in my document but I didn’t select it. Why does it appear there? When a staff member selects you as their FRO, the “managing performance” competency is automatically added to your document. This feature was added as of 1 April 2018 for the 2018-19 cycle. 4. I am an FRO but why don't I see the "Managing performance" competency pre-populated in my ePerformance? The “Managing performance” competency will only appear automatically if one or more of your direct reports has selected you as an FRO. If your direct reports have not created their documents yet, then you won’t see this competency pre-populated. But you can select it yourself in the Managerial competencies section of your document. 5. Where can I see the list of direct reports? You can see a list of your direct reports in the Managing performance competency field. Go to the Managerial competencies section of your document. 6. I have direct reports but they are not listed in the "Managing performance" competency. What should I do? Ask your direct reports if they have created their ePerformance documents. They need to do so before your direct report list can be seen in the Managing performance competency field. 7. The number of direct reports listed in the "Managing performance" competency field is wrong. How can I correct it? The number of direct reports that an FRO sees under the managing performance competency is driven by the number of staff who have selected the given FRO. So, if a person never created a workplan for a cycle, for example, then the person won't appear as a direct report in their FRO's document. 8. Where does the data on the direct reports come from? The number of direct reports that an FRO sees under the managing performance competency is driven by the number of staff who have selected the given FRO. As an FRO's direct reports create documents, the number of staff the FRO will see will change. So the number you see is not from a period upload of data; it is directly related to when staff select their FRO. 9. When was the data on direct reports generated? The number of direct reports that an FRO sees under the managing performance competency is driven by the number of staff who have selected the given FRO. As an FRO's direct reports create documents, the number of staff the FRO will see will change. So the number you see is not from a period upload of data; it is directly related to when staff select their FRO. 10. Do the cycle start- and end-dates of the staff member and the FRO need to match exactly in order for the staff member to be reflected in the FRO's document? No, the cycle start- and end-dates of the staff member and the FRO do not need to align exactly. The end-date of the staff member's cycle, however must fall within the FRO's cycle start- and end-dates. Absenteeism and Performance Management
1. Is there a policy about absenteeism at work? The Organization’s policy and rules about leave can be found here. Sick Leave and Performance Management
1. I had to go on certified sick leave for 5 months during this cycle. How will this affect my performance evaluation? The time period during which a person is on sick leave cannot be evaluated in a performance evaluation. A manager can only assess performance for the time in which a staff member was reporting to work. Temporary Staff, Appointments and Assignments
1. Are temporary staff members covered by ePerformance? How is their performance evaluated? In accordance with ST/AI/2010/4, a staff member holding a temporary appointment, regardless of its duration, is evaluated on a P.333 performance evaluation form which can be found here or under ‘Forms‘ on I-Seek. The difference between the P.333 form and ePerformance is that temporary staff members are not required to have a mid-point review, nor to create a development plan. Temporary appointees must have goals, demonstrate the core competencies, and they are evaluated according to the same rating scale as all staff. 2. What if I start a new job in the middle of the performance cycle? The performance cycle is normally 12 months, beginning on 1 April and ending on 31 March of the following year. Depending on the circumstances, the performance period may be shorter or longer than the 12-month cycle; it is normally not less than 6 months, nor longer than 18 months. 3. What should I do if my appointment starts in December and the cycle ends in 3 months? The performance cycle is normally 12 months, beginning on 1 April and ending on 31 March of the following year. Depending on the circumstances, the performance period may be shorter or longer than the 12-month cycle; it is normally not less than 6 months, nor longer than 18 months. You may change the dates of your workplan to align with a new assignment: 4. Do I need to have two performance evaluations if I moved offices during the cycle? You should have different work plans for different assignments and be evaluated for each assignment separately. Whether this will require two ePerformance documents for the same performance cycle will depend on the nature and length of the assignment. Contact your local Executive/HR Office for advice pertaining to your specific situation. 5. If I am on a temporary assignment do I need to do a mid-point review? Depending on the duration of an assignment, there may, or may not be a mid-point review. If the assignment is for six months or less there is no need to do a mid-point review. Note: ongoing dialogue is essential even in temporary assignments and, if there is underperformance, it must be addressed including through documentation. 6. I am on a temporary assignment to a higher level but the higher level is not reflected in ePerformance. What can I do? Only your actual grade/level is displayed on your ePerformance document (not temporary grades or special post allowances). The fact that you are performing functions at the higher level may be reflected in the comments section by you and your First Reporting Officer. 7. What is the shortest evaluation period that can be used in Inspira? The performance cycle is normally 12 months, beginning on 1 April and ending on 31 March of the following year. Depending on the circumstances, the performance period may be shorter or longer than the 12-month cycle; it is normally not less than 6 months, nor longer than 18 months. You may change the dates of your workplan to align with a new assignment: 1. What is my role as a staff member? 2. What is my role as the First Reporting Officer? The role of the First Reporting Officer is to:
3. What is my role as the Second Reporting Officer? The role of Second Reporting Officer is to:
4. What is my role as an Additional Supervisor? 5. What is the role of the human resources/executive/administrative office? The human resources/executive/administrative office is responsible for ensuring that staff and managers understand the performance management and development policy (ST/AI/2010/5) and processes and for advising them on related questions and concerns. Underperformance and Rebuttal
1. What is a performance improvement plan and when is it used? A performance improvement plan is a remedial measure that can be put in place at any time during the performance cycle to address a performance shortcoming(s). It is like a mini-work plan insofar as it sets specific objectives that are measurable and time-bound. The Second Reporting Officer must be involved in the establishment and implementation of a performance improvement plan. 2. What is the duration of a performance improvement plan? There is no strict timeframe for a performance improvement plan; it depends on the circumstances. For example, if a staff member is repeatedly late for work and is disorganized, a performance improvement plan for one or two months might be enough to bring about the desired change. In other situations, such as when a staff member needs to improve communication with host-country counterparts, a longer plan may be required. Performance improvement plans should not exceed six months. 3. Can I rebut my performance evaluation overall rating? The overall ratings of “partially meets performance expectations” or “does not meet performance expectations” can be rebutted. Comments cannot be rebutted. An overall rating of “fully successful performance” or “exceeds performance expectations” cannot be rebutted. 4. Can I rebut the individual ratings (i.e., ratings for specific competencies)? Only overall ratings of “partially meets performance expectations” or “does not meet performance expectations” can be rebutted. Individual ratings related to competencies and values cannot be rebutted. If you are unhappy with specific ratings on competencies or values, or the commentary in your ePerformance document, you should discuss this with your First and/or Second Reporting Officer. |